Workforce and Workplace Diversity

Cultivating an inclusive culture where the best talent can develop and advance is the foundation of our workplace diversity strategy.

Time Warner tracks the representation of women and minorities at all levels of the company, and the insights we gain from this process shape how we recruit, develop and advance our talent. For example, candidates for executive positions must include a diverse slate (i.e., women and people of color). We also seek to fill top management positions by promoting from within when we have qualified internal candidates. These two practices drive our efforts to recruit and hire women and people of color into entry-level and mid-management positions, so that we have a strong and inclusive pipeline of candidates for future leadership positions at Time Warner. We are proud to have a U.S. workforce that as of the end of 2011 is approximately half female and one-third people of color.

Attracting Talent

We aim to be the employer of choice by providing an inclusive environment. To support this effort, the company has implemented strong leadership development programs, supported and nurtured our Business Resource Groups (BRGs), hosted cultural events and partnered with various nonprofit organizations to reinforce the importance and power of diversity of background, orientation and thought. A description of these efforts is stated below.

Investing In Our Talent

In addition to offering employees a range of growth and advancement opportunities, we seek to foster an environment where all employees feel valued and respected. Newly-hired and newly-promoted supervisors in our businesses go through diversity and awareness training as part of their overall development, and senior executives throughout the company are committed to an inclusive work environment. Currently, all Time Warner divisions include race, color, national origin, religion, gender, age, sexual orientation, gender identity, physical or mental disability, marital status or other legally protected classifications in all of their EEO non-discrimination or anti-harassment policies that apply to U.S.-based employees.

Our retention and development strategies have had a measurable impact. Our retention numbers are high across the company, regardless of race, ethnicity or gender. We also offer several leadership development programs to our employees. Over the last decade, we have launched two signature programs focused on women leaders. We have also expanded the array of executive development opportunities for minority executives, partnering with leading professional organizations and management programs such as the Stanford Graduate School of Business and the Tuck School of Business at Dartmouth.

In recognition of the impressive impact of our diversity and inclusion strategies on women's leadership across the company, Time Warner received the prestigious Catalyst Award in 2011.

Business Resource Groups

Time Warner encourages and supports the formation of BRGs. Our 29 BRGs are professional, business-focused networks that are employee-led. These groups play a vital role in enriching our already inclusive work environment. Examples of these groups include OUT@TW (Time Warner Corporate's gay, lesbian, bisexual and transexual network), NAPA (Warner Bros.' Asian Pacific American network) and TWWN (Time Warner's women's network). At many divisions, senior executives serve as executive sponsors of the BRGs to provide guidance and remain engaged with employee priorities. The Chairs of each BRG come together twice a year to participate in the BRG Leadership Council, which provides:

  1. BRG Chair leadership development training;
  2. increased access to senior management; and
  3. sharing of best practices.

Leadership Commitment and Engagement

Jeff Bewkes, Time Warner's Chairman and CEO, is highly committed to the company's diversity and inclusion agenda. In 2011, the Board of Directors appointed Time Warner's first Chief Diversity Officer, Lisa Garcia Quiroz, with whom the company's Chairman and CEO works closely to set strategy, track progress and engage senior management across the company. Each division defines the diversity and inclusion priorities for its business on an annual basis, and its progress against its goals is reviewed by Time Warner's senior management team as part of the process for determining division CEO compensation. As in all aspects of the business, leadership commitment and engagement are critical to achieving our diversity and inclusion vision--to ensure that we have the leadership and employee base, work environment and business strategies to enable the company to succeed in serving increasingly diverse audiences in the U.S. and internationally. In 2012, Jeff Bewkes kicked off the Human Rights Campaign Corporate Equality Index (CEI) awards hosted by Time Warner, and the company's Chief Financial and Administrative Officer spoke at the Council of Urban Professionals' annual gala, highlighting the importance of diversity and inclusion to our businesses. These are a few examples of our senior leaders' focus on the diversity of our workforce and workplace.

Recent Awards

Time Warner has been recognized over the years for creating a diverse and inclusive work environment. Notable examples include:

  • The 2011 Catalyst Award in recognition of our programs that have resulted in the recruitment, development and advancement of women leaders;
  • A 100% score in the Human Rights Campaign Corporate Equality Index (2008-2014);
  • Inclusion in Diversity Inc.'s Top 50 Companies for Diversity (2010-2014);
  • Inclusion in's Top 50 Companies for Multicultural Business Opportunities (2008-2014); and
  • The 2012 Council of Urban Professionals Corporate Diversity and Inclusion Leadership Award.

Diversity Stakeholders

Time Warner partners with a wide range of advocacy and professional organizations. From research collaborations to event sponsorships, these relationships allow us to stay at the forefront of thought leadership and take an active role in championing diversity and inclusion in the media and entertainment industry. Our partners span the full range of diverse stakeholders in the U.S. and beyond. They include the following organizations:

General Diversity and Inclusion
Center for Talent Innovation (Global)
Council of Urban Professionals
Diversity Inc.
Walter Kaitz Foundation

American Association for People with Disabilities

African American
National Urban League
New York Urban League
NAACP Legal Defense Fund
Executive Leadership Council
New York Urban League

Asian American
Asian American Federation
Asia Society (Global membership)
South Asians in Media and Marketing Association

National Council for La Raza
Hispanic Association on Corporate Responsibility
Hispanic Federation
New Generation Latino Consortium

Human Rights Campaign

Catalyst (Global)
Center for Talent Innovation
Re-Gender (formerly National Council for Research on Women)